Employee Goal Setting Brief

Transcription

1 Employee Goal Setting Brief

2 Goal Setting Brief Contents The Goal Setting Process Information about the Goal Setting Form Key Changes for Effective Goal Setting Setting Priorities Setting SMART Goals Common Issues Goal Setting Example Next Steps and Important Dates 2

3 Goal Setting Form In December 2012 we will go live with Lawson Performance and Goals as part of GHR a system to support online goalsetting and performance planning/evaluation. In the meantime, use the Goal Setting form to document goals. this form with completed goals to dpsepmp@dpsk12.org by Oct. 31, HR will upload the goals directly into the new system after go live. You will receive an communication in early January asking you to log into Lawson to verify the accuracy of your uploaded goals. 3

4 Key Changes: Change to Performance Year In response to employee feedback, we have made changes to the EPMP timeline. The performance year will run from July 1 to June 30. Thereafter, groups will be able to conduct performance evaluations and goal setting during the summer months. The performance year will run through June 30, In some instances, the final performance evaluation and goalsetting process may be extended beyond the summer when performance and goals completed in are tied directly to student assessment results received during July/August. 4

5 Key Changes: Replacement of Success Factors For the last two years, the EPMP process has included a number of Success Factors behaviors central office leaders identified as necessary for success across our departments. On Aug. 2, 2012, over 1000 leaders from across the organization developed a new set of Shared Core Values which incorporate several of the original Success Factors, that apply not just to central office, but to the entire district. These Shared Core Values replace our Success Factors. Over the next year, we will decide what role these Shared Core Values should play in our EPMP process. In the meantime, we urge you to explore ways to incorporate the Shared Core Values into your daily work. 5

6 Key Changes: Incorporation of DPS Shared Core Values 6

7 Effective Goal Setting: Setting Priorities Clearly define your priorities for the upcoming year. Goal setting provides an opportunity to clearly define those areas of greatest impact for the coming year. These include key areas of responsibility, new services and initiatives, continuous improvement efforts, and individual development of skills important to job performance. Goals should focus on improvement. While some goals may be "maintenance" goals (e.g., managing and continuously improving on an ongoing process), the sum total of an individual's goals should represent change i.e., moving the performance bar in a meaningful way. Ambitious goal setting drives impact. In the end, individuals are evaluated on overall impact to the organization. This means that an individual who sets ambitious goals, but does not meet all of them, may be evaluated higher than someone who sets lower goals that he/she easily achieves, but does not raise the bar in a significant way. 7

8 Effective Goal Setting: Setting SMART Goals You will want to make sure you are setting S.M.A.R.T. goals which are: S Specific: Great goals are well defined and focused. M Measurable: Goals should outline specific measures that will help determine whether the goal has been successfully attained. A R T Attainable: Goals should be ambitious and attainable. Think big, but also think about what can be realistically attained given time, resources, or other requirements. Relevant: Goals should support key department/district priorities. Time Based: Goals should reflect the outcome that will be achieved within the performance period. 8

9 Types of Goals Individual Individual goals are written uniquely for the individual and should be aligned to departmental priorities. They may be shared or cascaded to other members of your team so that their individual goals are appropriately aligned. Team Team goals are shared by all members of your team, or, they can be a very similar shared goal. The description and/or expected results may differ somewhat for each member of the team. Developmental: Developmental goals are aimed at improving particular skills or competencies within your role. 9

10 Goal Setting: Common Issues Description of Goal Goal Description should include key activities and/or milestones. It should be succinct. Avoid writing action plans and instead, focus on an overarching goal of your work. Expected Results or Performance Indicators Expected Results are measures to help you evaluate whether a goal has been achieved. An individual may have only a single measure if he/she has a smaller scope, or, may have multiple measures for each goal. Student Achievement Outcomes Where appropriate, the performance indicators or measures of success may include student achievement outcomes. If included, the individual should be able to draw a connection between his/her activities and these outcomes. 10

11 Goal Setting Example 11

12 Goal Setting: Next Steps Review your departmental goals and reflect on your key priorities for the year. Document your goals on the Goal Setting Form. Meet with your Manager to discuss and finalize your goals for your completed Goal Setting Form by October 31, 2012 to The HR department will upload goals into the system in mid December. At that time, you will be asked to log into Lawson and review your goals to verify accuracy of the upload. 12

13 EPMP Important Dates September 1 30, 2012: Discuss goal setting within individual teams, and complete departmental norming sessions. September 25 October 12, 2012: Hold performance evaluation discussions with employees. Finalize individual goals for October 31, 2012: Submit completed performance evaluations and individual goals to HR by this deadline. January 2013: Hold mid year checkpoint conversations. July/August, 2013: Conduct performance evaluations for and goalsetting and performance planning for

14 Questions? Contact Pam Tanner at: or Ext